A great system for you to use when designing your training courses to ensure behaviour change.

1. The T.A.P.E.
System

2. Many trainings
delivered all over the
world are simply a
waste of time

3. Because the theory behind
the learning simply
does not hold water

4. Or the content does
not meet the
trainee’s needs

5. Sometimes it’s because
the activity does not
deliver the skill

6. Or perhaps there is no
evaluation… meaning the
trainer leaves the
seminar without knowing
if the skill has become
behaviour changing.

7. (Which, by the way,
is the whole point of training)
Behaviour change = Return on Investment

8. And this is why at
ClarkMorgan we use
the T.A.P.E. System

9. • Theory

10. • Theory
• Application

11. • Theory
• Application
• Practice

12. • Theory
• Application
• Practice
• Evaluation

13. Theory:
The concept behind the learning,
with the origin if available. We
state the value to the trainee of
making the behaviour change.

14. Application:
Clearly demonstrates how the
skill works in real life and relates
to their work, their department
and their company

15. Practice:
An activity that allows trainees
to test out the new skill with
the trainer observing where
learning gaps exist.

16. Evaluation:
The results of the activity are
debriefed and the trainer delivers
direct and courageous feedback.

17. A quick & dirty example…
Module Name: Positive Language (from an e-mail writing training)
Theory: Using positive language in your e-mails will help
ensure the receiver feels positive about completing your
requests
Application: Show examples of real mistakes from their firm
where people have used negative language in e-mail. Then
show examples of where positive language has been
successful.
Practice: Trainees work in teams to convert a selection of
negative sentences into more positive ones.
Evaluation: Trainees deliver their answers and the trainer
checks results, writing any improvements on a white board.

18. TAPE is also great to meet the needs
of the 4 learning styles…
• Research by Honey &
Mumford (1982)
• University of Leicester (UK)
• Not a personality type
• Not fixed
• Used to ensure
“engagement” for all
(Honey, P. & Mumford, A. (1982) Manual of Learning
Styles London: P Honey)

19. Theorists
Filters
• Logical & Objective
• Systematic & Analytical
• Thinks things through
Strengths Weaknesses
Logical, “vertical” thinker Limited “lateral thinking”
Rational & Objective Dislikes uncertainty
Disciplined approach Intolerant of the subjective
Asks probing questions Says “should” “ought to” “must”

20. Pragmatists
Filters
• Experiments with new ideas
• Wants practical application
• “Down to earth”
• Problem Solver
Strengths Weaknesses
Good at testing Does not like theory
Practical & Realistic Seizes first solution
Business-like Impatient with “waffle”
Technique Oriented Task not people oriented

21. Activists
Filters
• Wants “hands on”
• Enthusiastic
• Looks for new experiences
• Likes to be centre of attention
Strengths Weaknesses
Flexible Does “the obvious”
Will “have a go” Takes risks & does too much
Enjoys the new Acts without preparation
Optimistic, likes change Bored easily

22. Reflectors
• Takes time to think
• Thoughtful & Analytical
• Good listener
• Low Profile
• Likely to procrastinate
Strengths Weaknesses
Careful Holds back
Thorough & Methodical Slow to make up their mind
Listens and gains information Too cautious
Doesn’t jump to conclusions Not usually assertive

23. So how would you train TAPE….
Using TAPE?

24. Theory
Applying the T.A.P.E. structure to your
trainings will ensure you appeal to all
learning styles, while also building a way
to measure training effectiveness.

25. Application
You can use the TAPE structure for many of
the trainings you deliver, such as:
Presentation Skills
Project Management
Software Training
Teambuilding

26. Practice
Now go out and use the system!
(Put the rubber on the road!)

27. Evaluation
And then e-mail me to let
me know how it you got on!

28. ClarkMorgan Corporate Training
Free Call (in China): 800 820 5501
Outside China: +86 21 5403 5500
www.clarkmorgan.com
E-mail: andy.clark@clarkmorgan.com
Blog: www.networkhr.com/andyclarkblogs